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Maggie Eisner November 2012. Introduction Organising group asked me to talk about How the VTS works This was a suggestion on someones Peer Appraisal feedback.

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Presentation on theme: "Maggie Eisner November 2012. Introduction Organising group asked me to talk about How the VTS works This was a suggestion on someones Peer Appraisal feedback."— Presentation transcript:

1 Maggie Eisner November 2012

2 Introduction Organising group asked me to talk about How the VTS works This was a suggestion on someones Peer Appraisal feedback I asked everyone to send me a question 3 people replied, one of them with 2 questions The slides re their questions have lilac titles

3 Recruitment process National system via GP recruitment website Stage 2: 2 machine marked papers: knowledge and Situational Judgement test (Professional Dilemmas) Stage 3: 3 simulations (patient, relative, colleague) + written paper (prioritisation) Individual component marks fed into computer -> Trainable or Not Trainable

4 Allocation of posts Trainees put rotations in order of preference on application forms Allocated according to their recruitment scores – but bottom 10% are given their higher preferences, in order not to make their chances worse In Bradford, rotations of successful candidates adjusted according to trainee preference References not scrutinised before trainee accepted at recruitment – we look at them when trainees are allocated to the scheme

5 Todays Bradford trainees 85 on scheme in August female (approx 70%) 19 IMGs (22%) Almost 50% Muslim Many less than full time Several on maternity leave Several with significant health problems Several with complex family responsibilities

6 What should trainees cover in each of the 3 years (so I can tailor my tutorials appropriately)? Too much variation between trainees to give an answer Broad 1 st GP post (ST1 and 2) aims are on website ST2s should possibly be thinking about AKT ST3s will be working towards CSA Consider using CSA generic indicators for targeted assessment domains, as well as COT criteria, when looking at videos

7 Pathway to becoming a trainer Submit consultation video to COT standard Pass PG cert in Primary Care Education (4 modules) Learn about MRCGP (no n) Sessions with trainer-mentor – anyone interested in being one? Interview at Deanery

8 Ensuring trainers get feedback from trainees Free-text form which trainees fill in at 1 st HDR of each 6 months, about the last 6 months – we send to trainers and to consultants Survey Monkey – nearly all trainers have agreed to share results; youll soon have access to them all Even then we probably wont get 100% response rate

9 Our educational programmes Half day release – mostly about attitudes and competencies Modular courses – mostly related to assessments Wednesday tutorials – mostly related to knowledge/curriculum IMG days

10 Half Day Release – how has it changed recently? Some sessions still in 4 mixed-year groups 3 tier sessions (5 in 6 months): ST3s: CSA practice, then preparation for life after GP training ST1/2s in 1 st GP post: consultation models & consultation skills practice ST1/2s in hosp : trainees present key topics from their specialty Mix of discussion sessions, trainee presentations (4 competencies and other topics), topic based sessions, sessions covering broad aspects of GP (ethics, person-centred care), Arts based sessions Also mock CSA sessions and consultation skills sessions using simulators

11 Modular courses Developed partly because hospital trainees found it hard to get to HDR Full days, most at Utopia near Skipton Programme: Induction – on starting scheme 2 Intro to WPBA days – on starting scheme 2 AKT preparation days – ST2 Safeguarding – any ST year ARCP prep – any year (could be done every year) Introduction to CSA – ST1 or 2

12 Attendance at educational sessions We expect Equivalent of 70% HDR attendance in hosp posts 80% HDR attendance in GP posts New electronic system for recording HDR attendance and feedback Hospital trainees can make up 16 sessions of educational attendance from a mixture of HDR sessions and modular courses Spelling this out for hospital consultants and rota co-ordinators has helped attendance

13 IMG courses 2 days in Spring every year For IMGs in all years Aims General support, (recognising everythings harder for them) Increase chances of their passing CSA? Content Address and discuss their own concerns Discussion of English language/culture issues Presentation on CSA by successful IMG ex trainee Consultation skills practice (mostly sex and death) Peer support

14 TPDs areas of responsibility Each of us – TPD advisor to group of trainees Each of us – TPD liaison with one or more hospital specialties Maggie – HDR (with Lucy), IMG days, trainer support and development, Practice Managers, lead for admin liaison Nick – trainee allocations, finance (incl Study Leave), modular courses (with Hasna), OOH Ram – website, Wednesday tutorials, educational supervision, ARCP Lucy – HDR (with Maggie) Hasna – Modular courses (with Nick), IMG days

15 What about the Deanery? We are in W Yorks Locality, 1 of 3 localities in Y&H Deanery GP and hospital education less separate than before Increasing financial constraints Fewer support staff, more overworked Fewer clinical staff We have to do more locally

16 The future (national)– 4 year training? RCGP proposals accepted in principle by some bodies, but more will have to accept it before it goes ahead No additional money At least 24 months in primary care AKT and CSA by end of 3 rd year 4 th year may concentrate on leadership/community/society aspects of GP rather than just the consulting room and the practice Some innovative training placements w relevant experience in GP and integrated community placements (e g drugs and alc) Quality Improvement Project in Year 4, and CCT at end of year 4 No implementation date so far

17 The future (local) Sofyas maternity leave Dec 2012 – Dec 2013 Challenging negotiations with BHT Education dept about cover Leanne Priestley (from BHT Library) covering most of Sofyas work Nicks sabbatical Jan, Feb and Mar 2012 Hasna and Lucy doing extra sessions to cover Possible slight rejig of responsibilities within team (e g Ram setting up online OOH, Lucy main lead for HDR, Maggie and Hasna sharing other duties of Nicks)

18 What Ive covered Recruitment process Allocation of trainees Trainee numbers and characteristics Pathway to becoming a trainer Feedback from trainees Our educational programmes Roles and responsibilities of TPDs What the Deanery does 4 year training Local changes in team

19 Now youve heard all this Please let us know if you have any Thoughts Suggestions Ideas

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